Professional Documents
Culture Documents
Ahmet GÜRBÜZ
Zonguldak Karaelmas University,
Safranbolu Vocational School of Higher Education
ABSTRACT: The aim of this study is to analyze the effect of education level on the
job satisfaction. The relationships between the educational level and job satisfaction
were tested with hypotheses; H0: There isn’t a relationship between education level
and job satisfaction. H1: There is a relationship between education level and job
satisfaction. To measure job satisfaction, a questionnaire comprising a slightly
modified form of a popular job satisfaction questionnaire was used. The study was
conducted on a total of 600 workers, working in 30 four and five stars hotels. All of
the questionnaires were picked up because the questionnaires were administered
individually by the students of tourism department. 69 percent of the responses were
taken from graduated and vocational school students of higher education, 31percent
from primary and secondary schools. Consequently, a positive relationship was
found between job satisfaction and education level. The results suggest that
managers should find new methods to increase education level of their staff and
develop work context parallel to education level.
1. Introduction
Today, the problems of the employee are the most prominent matters in the
establishments. Uneasiness, unhappiness and the lack of motivation are the most
prior ones among these problems. Because the unhappy employee can not focus on
his work. On the other hand, the one who is pleased with his work would be
peaceful, happy and naturally can be motivate on his work. Then this will lead
employee to work more efficiently and stimulate his work for his establishment for a
bigger income.
Previous studies showed that happy workers are the ones who work efficiently.
Having a higher morale of workers affects the efficiency of them. If the worker is
satisfied with his work, he will have a positive mood and have wish for
accomplishing his work (Davis, 1988).
Providing workers’ satisfaction leads to product higher quality goods and services,
and then this will cause the customer’s satisfaction to increase and finally support
the competition power of the establishment and raise the income (Tütüncü, 2001).
The raise of the competition throughout the world requires the managers of the
establishments not overlook the quality and the element of man who will provide the
quality.
The management which primarily focuses on getting the job done is now looking for
the meeting the needs of the employees, after realizing the importance of the
element of the man. This has got a vital importance for the touristic establishments
which have a service character. Because of the service that the man provides and the
human relations define the quality of the service. The satisfaction of the people
varies according to the behaviours, manners appearance and the attitudes of the
people who provide the service. The satisfaction of the customer consists of inner
customer satisfaction (workers) and the outer customer (tourists) satisfaction. The
satisfaction of the outer customer depends on the satisfaction of the inner customers
(Bailey and Dandrade, 1995)
Being successful in the competitive markets depends on the level of the satisfaction
of the workers in the establishments. The satisfaction or dissatisfaction of the
workers affects the performance of the organisation. Also the job satisfaction
provides positive attitudes and behaviours of the workers (Organ, 1997). One of the
most important factors which affects the behaviours of the workers in the
establishments is the feeling of the working satisfaction, that is to say, job
satisfaction. The presence of the job satisfaction in the establishment not only
provides a lot of positive contributions, reduces the stress and increase the adherence
of the workers to the establishments, but also raises the efficiency and the quality.
The dissatisfaction of the job causes breaking or leaving the job or going to work
late and unnecessary extravagances etc., which lead undesired costs that the
establishment never wants to meet (Wilkinson, 1992).
According to a recent study (Sousa-Poza & Sousa-Poza, 2000), the most likely
workplace determinants of job satisfaction are whether the employee (1) finds the
job interesting; (2) has good relationships with management; (3) has a high income
(more important for males than females); (4) can work independently; (5) has good
advancement opportunities and (6) good relations with colleagues.
Different theories have been improved about job satisfaction. Locke’s (1969)
opinion stated as “discrepancy theory”, suggests that job satisfaction grows out of
the feeling that what things the individual think as important for himself, not
meeting the need of the individual. According to this theory, the importance that an
individual attach to a variable is relevant to how much he wants it. Discrepancy
theory suggests that dissatisfaction appears when the individual got less than he
wanted (Berry, 1998). Lawler suggests that job satisfaction must be considered in an
instinctive frame. According to this view, job satisfaction appears as a result of what
the individual deserves and gets. In other words, if an individual can’t get what
he/she deserves, job dissatisfaction appears (Lawler, 1994).
Job satisfaction is concerned with the total of attitudes towards the various aspects of
the work and in what extend the results obtained meet the expectations. Providing the
satisfaction of the employees in the company is one of the most important tasks of the
management. Satisfaction brings forth (produces) the reliance, devotion and improved
quality in the output gained in the end (Tietjen, 1998). Directors want the job
satisfaction of their employees to be high to achieve their aim and to be successful.
Therefore, they make an effort in respect of their opportunity and experience (Akıncı,
2002). First of all, it is necessary to have knowledge of factors that affect the job
satisfaction in order to provide and to raise the job satisfaction. Which is an important
factor to achieve the individual and organizational aims. Employee’s genetic tendency,
family reasons, education level, culture, job experience, social organism and
environment take an active part in job satisfaction (Eren, 1996).
Job satisfaction results are so important because they affect employee’s physical and
mental health, the working environment and efficiency of the organization, comfort,
economic development, disposal and social dissipation of the society (Erdoğan, 1994).
An Assesment on the Effect of Education Level on the Job Satisfaction … 39
2. Hypothesized Model
The present study has been focused on examining the relationships between job
satisfaction and education level.
Previous studies have found that education increases job satisfaction. The provision
of training will foster an increase in professionalism and further exploitation of
management methods, whereas a lack of training can cause frustration and lack of
job satisfaction (Wright and Davis, 2003). Well-trained individuals know the scope
expectations and dept of their jobs and will be able to add building blocks to their
professionalism as they progress through their careers (Priti, 1999). Training is
therefore critical for human resource planning, and marketing management.
In this study only one hypothesis has been constituted between education level and
job satisfaction.
H0: There isn’t a relationship between education level and job satisfaction.
1. Co-workers
2. Supervision/Supervisor
3. Job content
4. Physical conditions/working facilities
5. Organization and management
6. Opportunities for development
7. Income (wage and salary)
8. Working hours
9. Job security.
The population for this study is comprised of tourism industry employees in the
country (Turkey). A total of 600 questionnaires were administered thirty 4* and 5*
hotels from İstanbul, Ankara, İzmir, Antalya, Bursa, Trabzon and Adana in 2003.
All of the questionnaires were picked up because the questionnaires were
administered individually by the students of tourism department. Of the responses
416 (69 percent) graduated from university and vocational schools of higher
education, 184 (31 percent) from primary and secondary schools. Sample
characteristics are shown in table 1.
An Assesment on the Effect of Education Level on the Job Satisfaction … 41
According to this table, when the ages of the people who answered this survey are
taken into account, as it’s seen in the table, it’s clear that, the workers who are less
than 20 and between 21 and 25 are not satisfied with their jobs, the workers in other
42 Ahmet GÜRBÜZ
age groups are satisfied with their jobs. As there can be various factors which can
cause job dissatisfaction for the workers who are in sub age groups, it is because of
the feature of the tourism sector, the hard work and tiring jobs to do are mainly done
by the young workers.
One-way ANOVA survey has been done in order to focus on the relation between
the job satisfaction level and the ages of the workers and the results in table 2 have
been obtained. As it’s seen in the table, a reasonable relation has been found
between the job satisfaction level, the ages and the sex of the workers (For age
F=2.86, p=0.033, For sex F=3.28, p=0.018).
The subscales used in this study were work content and context, supervision,
physical conditions, co-workers, administration, payment/income, working hours,
promotion/opportunities and job security. Mean scores, standard deviations, and
reliabilities for the subscales are shown in table 3. The job security, physical
conditions and co-workers subscales have the highest mean scores, 4.83, 4.43 and
4.32, respectively. Reliabilities have been calculated for all subscales. All of the nine
subscales have reliability coefficients greater than 0.70 which is suggested by the
authorities.
According to the table 6, it’s clear that there is a statistically reasonable relation
between the degree of the job satisfaction and the education level of the workers.
After finding out this relation, workers were divided into two groups who included
sample and t-test was used in order to determine the relation in various education
levels. The two groups which constituted the sample; the first group was less than
high school, high school or equivalent the second group was technical school or
some college and Bachelor’s degree. The results which show the results of the t-test
in table 6, are confirming the results in table 5 as the level of job satisfaction in the
low education level group (1st group) is higher than in the high education level group
(2nd group), (t=3.23, p<0.01).
Table 6. The Relationships Between The Education Level and Job Satisfaction
(n=600)
Educational Level
Bachelor’s Degree And
Less Than High School
Technical School or Some
And High School or Equivalent
College
Job Satısfaction (First Group)
(Second Group)
Mean** Std. Deviation Mean Std. Deviation t
Work Context
High Job
+
Bachelor’s degree
Low Job
(r=0,194, P<0,001)
+
Satisfaction
(2.61)
Work Context
Figure 1. The Process of the Relationship Between Education Level and Job
Satisfaction
The results would make several contributions to the literature. First, the study
develops teoretically important and relevant linkages between education level and
job satisfaction related to work context. Second, the study emphasized a positive
relationship between education level and job satisfaction.
Our findings demonstrated a positive relationship between education level and job
satisfaction related to work context (r=0,302, P<0,001). The job satisfaction of
employees was measured by some criteria. These criteria were related to supervisor,
job content, work conditions, administration, income, opportunities for development
and co-workers. This study suggest that if these criterias unsuitable/suitable job
satisfaction of high education level workers decrease/increase (Figure 1).
An Assesment on the Effect of Education Level on the Job Satisfaction … 45
This finding is not suprising, as a person with a higher education level may easily
percept and evaluates the improper work context connected with anthropometrics,
physical, psychological factors that affect his mental and physical health negatively,
as observed figure 1. This leads to the general conclution that if education level of
staff is high, administration should improve work context.
Job satisfaction is good not only for employees but also employers, too. It increases
productivity and decreases staff turnover. An organization’s policies, if unclear or
unfair, can stand in the way of employee satisfaction.Although employees do want
to be paid fairly for their work, money is not an effective way to motivate
individuals. Money is important every time but, if the workers aren’t paid according
to its marginal contribution, it affects the of the workers’ efficiency negatively
through the process. Employees need a reasonable amount of social interaction on
the job. Employees also need some degree of personal space, which diffuses tension
and improves working conditions.
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